臺灣博碩士論文加值系統

微利時代來臨，以我國高科技產業而言，研發創新是形成差異化、確保獲利率的唯一作法。因此，研發人員能否樂於創新，以及提升留在企業奮鬥的意願，對於高科技公司的蓬勃發展，實為關鍵；再者，近年來，所謂「敬業貢獻度」的研究漸漸為人所重視，許多研究結果皆發現其對於工作績效與員工行為有相當直接且正面的影響。是故，本研究目的具體歸納為：1.探討心理契約、工作資源對敬業貢獻度之影響；2.探討心理契約對創新行為與留職傾向之影響：以敬業貢獻度為中介變項。
本研究以2004年「台灣科技100強」為研究母體，以立意抽樣法抽取30家廠商，問卷採對偶方式，填答者以各公司研發部門之工程師及其直屬主管為主，共得有效員工問卷269份、主管問卷75份。而問卷回收後，進行驗證性因素分析、信度分析，並使用階層迴歸與區段迴歸的方式驗證本研究之假設。
研究結果發現：1.交易型心理契約對敬業貢獻度有負向影響；關係型心理契約對敬業貢獻度有正向影響。2.在高任務型或高組織型工作資源的情境下，會減緩交易型心理契約對敬業貢獻度之負向影響；在高組織型工作資源的情境下，會增強關係型心理契約對敬業貢獻度之正向影響。3.敬業貢獻度對心理契約與創新行為具有「完全中介」的影響力；敬業貢獻度對心理契約與留職傾向具有「部份中介」的影響力。
整理上述研究結果，本研究提出管理意涵如下：1.由於關係型契約對敬業貢獻度有正向之影響，故組織應多與研發人員建立起良好的關係型心理契約；2.組織應視與研發人員訂定心理契約之種類與特性，分別提供適當之工作資源，以增加其對工作的投入與熱誠，進而改善工作品質與績效；3.重視敬業貢獻度對於心理契約與創新行為、留職傾向的正向影響，致力提升員工之敬業貢獻度。

關鍵字：心理契約、敬業貢獻度、工作資源、創新行為、留職傾向

The High-Tech industry has become a major part of economic upturn in Taiwan. Therefore, the innovation behavior and retention of R & D engineers in the High-Tech industry have been the key factors of growth and development. Further, the employee engagement has become a mainstream paradigm regarding the research on performance, productivity and retention for business organizations since 2000. The purports of this study are: (1) examine the relationship between psychological contracts and employee engagement, (2) verify the moderating effect of job resources on psychological contracts and employee engagement, and (3) the mediating effect of employee engagement is also explored in this study. Our research object is aimed at the R&D engineer of the high-tech corporations in Taiwan. There are 269 valid questionnaires are empirically analyzed by applying the methods of hierarchical regression analysis and block regression analysis.
The research results show that: (1) transactional contract has negative effect on employee engagement; relational contract has positive effect on employee engagement. (2) Among all kinds of job resources, task and organizational job resources will buffer the negative relationships between transactional contract and employee engagement, besides. The organizational job resources will enforce the positive relationship between relational contract and employee engagement. (3) Employee engagement has complete moderating effect of psychological contracts and innovation behavior, and only partial moderating effect on psychological contracts and retention. Finally, there are some conclusions, limitations and suggestions provided for the future study.

Keywords: employee engagement, psychological contracts, job resources, innovation behavior, retention

目 錄
中文摘要 …………………………………………………………….Ⅰ
Abstract …………………………………………………………….Ⅱ
目錄 ………………………………………………………………… Ⅲ
表目次 ……………………………………………………………… Ⅴ
圖目次 ……………………………………………………………… Ⅵ

第一章 緒論 …………………………………………………… 1
第一節 研究背景與動機 ……………………………………… 1
第二節 研究目的 ……………………………………………… 6
第三節 研究流程 ……………………………………………… 6
第四節 名詞釋義 ……………………………………………….7
第二章 文獻探討 ……………………………………………. 10
第一節 敬業貢獻度 …………………………………….….. 10
第二節 心理契約 ………………………….……………….. 19
第三節 工作資源 ……………………….…………….……. 28
第四節 創新行為與留職傾向 ………………………….…… 31
第五節 工作資源與心理契約對敬業貢獻度的影響 ….…… 34
第六節 心理契約對創新行為與留職傾向之影響：
以敬業貢獻度為中介變項 ………………………... 40
第三章 研究方法 ……...…………………………...……. 45
第一節 研究架構與假設 …………………………………... 45
第二節 研究對象 ………………………………………….. .46
第三節 研究工具 ………………...………………….…... 47
第四節 調查實施 …………………………………………... 58
第五節 資料分析 ……………………………………….….. 59
第四章 研究結果與討論 …..…………………………….… 62
第一節 樣本描述 …………………………………....……. 62
第二節 工作資源與心理契約對敬業貢獻度的影響 …….… 66
第三節 心理契約對創新行為與留職傾向之影響：
以敬業貢獻度為中介變項…………...……..……... 73
第五章 結論與建議 …………………..……………………. 76
第一節 研究主要發現 ………………….………….….….. 76
第二節 研究結論 …………………………….……….……. 79
第三節 研究建議 ……………………………….…………… 82
第四節 研究限制 …………………………….………….…. 88

參考文獻 ………………………………….………….….…….. 91

附錄 …………………………………………………………….. 108
附錄一 員工信函……….………..…….………..………. 108
附錄二 主管信函……….………………..……….………. 109
附錄三 員工問卷…………………………………….……… 110
附錄四 主管問卷……….………….…….……….………. 115


表目次
表2-1：交易型契約與關係型契約特性比較 ……………… 25
表3-1：敬業貢獻度驗證性因素分析 ……………………… 52
表3-2：心理契約驗證性因素分析 ………………………… 54
表3-3：工作資源驗證性因素分析 ………………………… 55
表3-4：創新行為驗證性因素分析 ………………………… 56
表3-5：留職傾向驗證性因素分析 ……………………….. 57
表3-6：共同方法變異之分析結果 ………………………… 58
表3-7：問卷回收說明 ……………………………………… 59
表4-1：樣本特性統計 ……………………………………… 64
表4-2：本研究各變項之敘述性統計與相關係數 ………… 65
表4-3：心理契約對敬業貢獻度影響之階層迴歸分析 …… 66
表4-4：工作資源對心理契約與敬業貢獻影響之階層迴歸分析..69
表4-5：敬業貢獻度對心理契約與創新行為之區段迴歸分析 … 74
表4-6：敬業貢獻度對心理契約與留職傾向之區段迴歸分析 … 74


圖目次
圖2-1：敬業貢獻度的組成因素……………..………………… 14
圖2-2：員工付出無條件努力的描述 ………………………… 15
圖2-3：心理契約之誘因－貢獻交換理論 ……………………… 22
圖2-4：心理契約之種類 ………………………………………… 26
圖2-5：工作需求－資源平衡模型 ……………………………… 30
圖3-1：研究架構與假設 ………………………………………… 45
圖4-1：任務型工作資源對交易型心理契約與敬業貢獻度
之干擾作用 ……………………………………………… 70
圖4-2：組織型工作資源對交易型心理契約與敬業貢獻度
之干擾作用 ……………………………………………… 72
圖4-3：組織型工作資源對關係型心理契約與敬業貢獻度
之干擾作用 ……………………………………………… 72

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